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Polygraph Polygraph in the Fight in the Fight
Against CorruptionAgainst Corruption
Regional Law Enforcement Anti-Corruption Conference
Kingston, JamaicaMarch 23, 2011
Assistant Commissioner Cal Corley
Director General Canadian Police College, and Senior RCMP Envoy to Mexico & the Americas
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As Anti-Corruption Tool
• Polygraph is an effective Anti-Corruption tool if properly employed in multi-faceted manner:• With current staff• Pre-employment screening
• Cases in Point:– Jamaica Constabulary Force – vetting within the
ranks– RCMP: Pre-employment Polygraph
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Why Polygraph?Why Polygraph?
• Intelligence-led organization
• Polygraph a smart way to operate
• Help minimize risk
• Proven tool in protecting our intelligence and operational assets
• Not looking for perfection• just people who reflect our organizations’ Core Values
• Requires: communications strategy– (internal + external)
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Supt Ranks
Inspectors and other
Ranks
HighCommand
Impact
• Re-enforces zero-tolerance to corruption
• Those not vetted but who are engaged in corrupt behaviour either:
• self-select out
• cease and desist
• higher risk of being caught
• Clear message to partners and community
• Increase in reporting of incidents of wrong-doing
• Provides critical foundational enabling transformation
Percentage Vetted
• 100%, including immediate staff
• 20-25 % at random, plus key sensitive positions
Only sensitive position incumbents
POLYGRAPH: JCF Vetting Tool
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PRE-EMPLOYMENT POLYGRAPHPRE-EMPLOYMENT POLYGRAPH
• The RCMP adopted PEP in 2005 in support of the commitment to our priorities
de-stabilize organized crime
combat terrorism
assure Canada’s economic integrity
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Other Canadian Police Agencies using PEPOther Canadian Police Agencies using PEP
• Vancouver
• West Vancouver
• Delta
• Calgary
• Edmonton
• Lethbridge
• Medicine Hat
• Moose Jaw
• Regina
• Saskatoon
• Québec City
• Halifax
• Cape Breton
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Where PEP fits - in the RCMP Recruitment Process
Marketing
Career Presentations
(an information session)
FormalApplication
&
RCMP Police Aptitude Battery(RPAB)
Selection(from IRL)
i. Applicant QuestionnaireRecruiter reviews Applicant’s answers, entire
file, determines suitability to proceed.
Physical Abilities
Requirement Evaluation
(PARE)
Regular Member
Selection Interview
(RMSI)
ii. Interview & Polygraph
Examination- then, File Review
by Recruiting
Field Investigation
& Security Clearance
Medical Clearance
Enrollment
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• Average 4.5 hoursAverage 4.5 hours
• 3.5 hours interview, question review3.5 hours interview, question review
• No trick or surprise questionsNo trick or surprise questions
• 15 – 20 minutes actual polygraph exam15 – 20 minutes actual polygraph exam
• 95 questions95 questions
+ 4 if past military service
+ 16 if past police service
PEP Interview & PEP Interview & Polygraph ExamPolygraph Exam
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RCMP PRINCIPLES IN PEPRCMP PRINCIPLES IN PEP
• Not a ‘lie detector’
• No pass or fail
• Interviews performed only by trained, certified polygraph examiners
• Only one of several tools in selection process
• Applicants assessed on entire selection process
• Instructive – NOT determinative
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PEP QuestionsPEP Questions
Explores: •Employment history, behaviour
•Driving history, record, incidents
•Gambling, alcohol, drug use
•Use of force, interaction with police
•Technology & Internet behaviour
•Unlawful sexual activity
•Security, loyalty issues
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Criteria for Non-Suitability
• Any criminal activity (3 years)
• Serious provincial offences (3 years)
• Unpardoned criminal convictions
• Pending criminal charges
• Use of illicit drugs
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Success Rates and DataSuccess Rates and Data
After 5 Years:
Over 12,000 PEP Interviews / Exams completedOver 12,000 PEP Interviews / Exams completed
64 % move to next stage of recruiting process64 % move to next stage of recruiting process
36% not recommended after PEP36% not recommended after PEP
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Safeguards
• Independent 2009 study into PEP confirmed the value and ROI from use of PEP
• PEP often surfaced “new admissions or disclosure of information” detrimental to employment application that would not otherwise have been available to recruiters
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STUDY RESULTS
Previous Employment• Most common was having cheated or
plagiarized, including on RCMP aptitude testing
• Also included theft from employers
Driving History• Hit and run motor vehicle accidents• One case involved admission of street
racing leading to death and evasion of police by applicant
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STUDY RESULTS cont’dGambling
• New disclosures on how much they had lost, won
Alcohol and Drug Use
• Including admissions of impaired driving, extensive alcohol consumption
• Recency and extent of drug use
• Rare, but present were new admissions concerning the use of heroin, meth, crack cocaine and date-rape drugs
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STUDY RESULTS cont’dSTUDY RESULTS cont’d
Use of Force
• Most related to minor disputes with intimate partners or family members
• One case disclosed a self-described violent racist, who was fascinated with sharp-edged weapons, had previously strangled a classmate and wanted to be a police officer so he could ‘legally’ carry a weapon.
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STUDY RESULTS
Computers and Technology• 41% admitted to pirating software and
music off of the internet• A few were involved with internet
fraud, hacking and on-line threats
Unlawful Sexual Activity• 14% admitted to involvement with
child pornography or prostitution• Others included a variety of deviant
behaviours
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STUDY RESULTS cont’d
Involvement with Law Enforcement• Involvement in theft was most common
(40%), often involving employer
Current or former Police, Military officers• Use of authority for personal gain,
improper search and seizure, and falsifying reports
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Summary
• “There can be no greater risk area for
security in Jamaica than is posed if
personnel security within the ranks of its
national police service is not assured” -
JCF Strategic Review report, 2009.
• Polygraph is a proven and effective tool in
support of a comprehensive Anti-
Corruption Strategy – use it!
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QUESTIONSQUESTIONS
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